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Bright side of organizations: Cultura organizacional de elevada performance
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Resumo(s)
A presente investigação visa o desenvolvimento e validação de um modelo de Cultura
Organizacional de Elevada Performance e compreender a sua relação com o Work Engagement e
com o Compromisso Organizacional Afetivo. Para esse efeito hipotetizou-se que a Cultura
Organizacional de Elevada Performance exerce um efeito positivo no Work Engagement e no
Compromisso Organizacional Afetivo dos colaboradores. Colaboraram neste estudo 217
participantes pertencentes a empresas consideradas como possuindo uma elevada performance.
Os resultados obtidos revelam que a escala construída obteve boas qualidades métricas sendo que
este modelo é constituído por cinco dimensões: (1) Orientação para os Valores e Crenças, (2)
Orientação para a Comunicação, (3) Orientação para a Liderança, (4) Orientação para a Inovação
e Melhoria Contínua, e (5) Orientação para os Resultados e para o Cliente. Ficou também
demonstrado que três das dimensões da Cultura Organizacional de Elevada Performance têm
uma relação positiva e significativa com o Work Engagement e com o Compromisso
Organizacional Afetivo, nomeadamente a Orientação para os Valores e Crenças, Orientação para
a Inovação e Melhoria Contínua e a Orientação para os Resultados e para o Cliente.
This investigation aims the development and validation of a High Performance Organizational Culture model and strives to understand its relationship with work engagement and affective organizational commitment. Hence, it was hypothesized: High Performance Organizational Culture is positively related with work engagement and affective organizational commitment. 217 participants cooperated in this study and they belonged to companies considered to have a high performance. The results revealed that the scale built got good metric qualities and it its represented by five dimensions: (1) orientation towards values and beliefs; (2) orientation towards communication; (3) leadership orientation; (4) orientation towards innovation and continuous improvement; (5) results and costumer orientation. It has also been shown that only three of the previous dimensions of High Performance Organizational Culture – (1) orientation towards values and beliefs; (4) orientation towards innovation and continuous improvement; and (5) results and costumer orientation – have a positive and significant relationship with work engagement and affective organizational commitment.
This investigation aims the development and validation of a High Performance Organizational Culture model and strives to understand its relationship with work engagement and affective organizational commitment. Hence, it was hypothesized: High Performance Organizational Culture is positively related with work engagement and affective organizational commitment. 217 participants cooperated in this study and they belonged to companies considered to have a high performance. The results revealed that the scale built got good metric qualities and it its represented by five dimensions: (1) orientation towards values and beliefs; (2) orientation towards communication; (3) leadership orientation; (4) orientation towards innovation and continuous improvement; (5) results and costumer orientation. It has also been shown that only three of the previous dimensions of High Performance Organizational Culture – (1) orientation towards values and beliefs; (4) orientation towards innovation and continuous improvement; and (5) results and costumer orientation – have a positive and significant relationship with work engagement and affective organizational commitment.
Descrição
Dissertação de Mestrado apresentada no ISPA - Instituto Universitário para a obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações
Palavras-chave
Cultura organizacional de elevada performance Work engagement Compromisso organizacional High performance organizational culture Organizational commitment